worksite wellness webinar #4wichita.kumc.edu/documents/wichita/worksitewellness/webinar4slides.pdfit...
TRANSCRIPT
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Worksite Wellness Webinar #4
Worksite Wellness: Making It Come Alive! How can you design and implement health promotion
projects and programs that can inspire your company and
its employees to achieve maximal health and wellness?
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Recap and Importance
In our previous webinars, we have
covered:
The ABCs of Worksite Wellness
Worksite Wellness: You Can Benefit
from Benefits
Worksite Wellness: How to Walk the
Walk
It is always critical to remember why
worksite wellness holds such promise!
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Causes of Premature Death
and Major Illness In The US
70%
Lifestyle
10%
Heredity
10%
Environment
10%
Lack of
Medical
Treatment
Surgeon Generals Report
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Importance of Worksite
Wellness
A major part of our waking hours are spent at work and our lifestyle choices at work either enhance or damage our overall health
The worksite has a number of natural mechanisms for creating better communications and building a positive, healthy environment.
Healthy workers are critical to healthy businesses…if we don’t get that it is very unlikely worksite wellness will fly in your institution!
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The
Right
Setting?
Common
purpose
Ease of
communi
cation
Shared
goals
Incentives
possible
Ability to
measure
Policy alignment
Social
norms established
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Cultural Factors
Structural Factors
Work Factors The Employee
Exogenous
Factors
Employee Health/Work Performance
Employee Health Cost
Variables/Employee Productivity
Adaptive Leadership
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Now that we’ve covered the definition,
benefits and policies, and even the
tone and culture of the worksite; we will
be covering the development of
programs and practices.
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Where have we been and
where are we going in
worksite wellness programs?
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Traditional Model
4 in 5 employees may attempt a lifestyle in a change during a given year; 1 in 5 are successful
Most traditional approaches lack in duration and comprehensiveness.
Most traditional approaches are not based on best practices or “evidence-based”
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Traditional Model
Institutions often fail to understand just how
much infrastructure is needed to create a
new worksite program
They can fail to understand the implications
as they market wellness at the worksite
The onus of health has traditionally been on
the employee
If successful, “willpower”
If not successful, “blame the victim”
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Blaming the Victim
A cautionary note: As we proceed to develop
programs and projects at the worksite, we should
proceed with caution; keeping an eye on the
implications of our messages and our programs!
The buy-in of the employee population is very
important and can only be achieved if programs
and practices are sensitive to realities of the
employee’s environment at work and at home
and fit the interests of the employee population.
Sallis et al., 1998
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Blaming the Victim
Just as one example, a well-meaning generic media campaign to encourage walking can be ineffective or even counterproductive where: No opportunities for walking at work
No free/available recreation programs Limited transportation to recreation
programs/sites
Neighborhoods seen to be unsafe
You must always pay attention to what needs to be done first… before a media campaign or a program launches!
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How to Get Started with
Programs
Gain management support
Create a wellness team
Collect data about needs and interests
Write an operating plan
Understand how programs, practices and polices work together
THEN select evidence-based programs/interventions/contests Consider the long-term practices these can
lead to
Create environment to support program and aid in sustaining the practices
Create evaluation system to measure success http://www.cdphe.state.co.us/pp/COPAN/resourcekits/Worksi
teWEllnessResourceKit.pdf
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Programs
Policies Practices
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Programs (Projects/ Contests)
• Start and end
• Target specific audiences
• Deals with knowledge/attitudes/skills
• ie. Communications program
(knowledge and attitude)
• ie. Cessation program (skill)
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Practices
• Sustained
• Dependent on
environment both built
and organizational/
behavioral
• Can be introduced BY
a program
• Can come before or
after policy
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Policies
• Monitored
• Integrated with
benefits
• Come before or
after practices
• Helping lead to
long term
sustainability of the
initiative
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Sea of Tranquility?
vs.
Toxic Pond?
It all depends on the
environment, the benefits and
the culture!
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Interest Surveys
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http://www.sedgwickcounty.org/healthdept/fact_sheets/tool%20kit.pdf
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http://www.tompkins-
co.org/wellness/worksite/survey/surveyex2.html
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Where can we find evidence-
based programs?
The Guide to Community Preventive
Services: The Community Guide
http://www.thecommunityguide.org/worksite/index.
html
Local, regional and national proven
programs
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Something to keep in mind ;)
While we really want you to look for evidence-based programs we don’t mean that worksite wellness should be dry or uninteresting
Knowledge is seldom acted upon without a feeling that we “know” what is important and that positive change can be successful and improve our lives
So before we move into specific program areas, let’s take time to reflect
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Tobacco
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Physical Activity/Walking
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Walking projects can include programs as
short as 1 day or as long as several
months
Ideally, they should be backed up by
practices (hopefully supported by a
friendly and usable environment)
In addition, they can be enriched by
policies that offer activity time and/or
other rewards for increasing levels of
activity
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http://www.sedgwickcounty.org/heal
thdept/worksitewellnessprograms.asp
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Think 30
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Walk Kansas
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Special Considerations
There are 50 million Americans with
arthritis who must be considered in any
exercise program/educational promotion
Environments and sustained programs
need to be friendly to those workers who
have special needs as they attempt to
become more active
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Nutrition Breastfeeding and General Nutrition
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Breastfeeding
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http://www.sedgwickcounty.org/healthdept/SCHDbfeedRFP.pdf
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Breastfeeding initiatives could include a
project and an interplay between policies
and practices where environmental
enhancements could be partially paid for
by achieving certain levels of practice in
following the breastfeeding guidelines for
worksites (ie. gold, silver status and
provision of rockers/special
refrigeration/other)
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General Nutrition
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YMCA
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Private Vendors
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Remember just how easily
program can collapse
There are no guarantees that your
wonderful program ideas will be
sustained. But there are things you can
do to help
Be sure they are evaluated for
participation, outcomes and, if possible,
their effect on the bottom line
Whenever possible, make sure they are
linked to sustained practices and policies
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Consider again why programs
may meet with resistence
Employees were not involved in the development
The program costs money
The programs are offered at inconvenient times
The purpose for the program is not clearly explained
Childcare is not provided
The benefits to the company and the employee are not explained clearly and up-front
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Consider again why programs
may meet with resistence
Lower level management cannot or will not convey the advantages of the program to the employees under their authority
Employees are angry and distrustful of the employer
Wellness and health programs are pushed ahead of fixing unhealthy daily work conditions
Employees feel control over their own health risks are being relinquished to the company and their rights are being violated
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Final Thoughts
Our major purpose is not to replace or
discourage the use of wellness
contractors or insurers with wellness
platforms but rather to help Kansas
businesses be better able to provide cost
effective healthy worksites and become
expert purchasers of health services—
especially wellness services.
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Want more information?
http://wichita.kumc.edu/kansas-worksite-
wellness.html
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Questions?
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